Inhaltsverzeichnis

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Acknowledgments
13
1 Introduction
15
1.1 Target Audience
16
1.1.1 HR Managers
16
1.1.2 HR Administrators
17
1.1.3 IT Managers
19
1.1.4 Talent Personnel
19
1.1.5 Implementation Leaders
20
1.2 Book Layout
20
1.3 Summary
23
2 Talent Management Overview
25
2.1 Background
25
2.1.1 Key to Success
27
2.1.2 Ownership of Talent Management
28
2.1.3 Talent Management Maturity Model
30
2.1.4 Employee Engagement and Its Relationship to Talent Management
31
2.2 Trends
32
2.2.1 Organizational Trends
32
2.2.2 Technological Trends
34
2.3 Drivers
35
2.3.1 Labor Force Demographics
35
2.3.2 Skills Gap
35
2.3.3 Global/Mobile Talent Market
36
2.3.4 Employees’ Expectation Shift
36
2.4 Summary
37
3 Foundations of Talent Management
39
3.1 Organizational Management
39
3.1.1 Object-Oriented Design
41
3.1.2 Organizational Plan
41
3.1.3 Staff Assignments
42
3.1.4 Organizational Units
43
3.1.5 Creating Organizational Units
46
3.1.6 Positions
48
3.1.7 Chief Positions
53
3.1.8 Person
53
3.1.9 Organizational Management Summary
55
3.2 Personnel Administration
57
3.2.1 Company Code
58
3.2.2 Personnel Area
58
3.2.3 Personnel Subarea
59
3.2.4 Employee Group
60
3.2.5 Employee Subgroup
61
3.3 SAP Job Architecture
63
3.3.1 Functional Area
64
3.3.2 Job Family
67
3.3.3 Jobs
73
3.3.4 Position
80
3.3.5 The Importance of SAP Job Architecture
80
3.4 Qualifications Catalog
81
3.4.1 Organizational Competencies
82
3.4.2 Individual Competencies
82
3.4.3 SAP ERP HCM Qualifications Catalog
82
3.5 Summary
101
4 How SAP Defines Talent Management
103
4.1 SAP E-Recruiting
104
4.1.1 E-Recruiting Process
105
4.1.2 Integration Points
115
4.2 SAP ERP HCM Performance Management
117
4.2.1 Predefined versus Flexible Solutions
118
4.2.2 Performance Management Process
123
4.2.3 Integration Points
131
4.3 SAP ERP HCM Learning Solution
133
4.3.1 Learning Solution Process
136
4.3.2 Integration Points
151
4.4 SAP ERP HCM Enterprise Compensation Management
152
4.4.1 Enterprise Compensation Process
154
4.4.2 Integration Points
166
4.5 SAP ERP HCM Talent Development and Succession Planning
167
4.5.1 Talent Development Process
168
4.5.2 Integration Points
176
4.6 Summary
177
4.6.1 E-Recruiting
177
4.6.2 Performance Management
178
4.6.3 Learning Solution
178
4.6.4 Enterprise Compensation Management
179
4.6.5 Talent Development and Succession Planning
179
5 Induction Phase
181
5.1 Workforce Planning
182
5.2 Position Management
184
5.2.1 Position Management Tools
185
5.2.2 Why Is Position Management Important?
186
5.2.3 The Cost of Unfilled Positions
186
5.2.4 Position Management in SAP
187
5.3 E-Recruiting
193
5.3.1 Requisition
194
5.3.2 Source
203
5.3.3 Screen
208
5.3.4 Interview
211
5.3.5 Hire
213
5.4 Talent Profile
216
5.4.1 Talent Profile for Employees
217
5.4.2 Talent Profile for Managers and Talent Management Specialists
221
5.5 Summary
225
6 Assessment Phase
227
6.1 SAP ERP HCM Performance Management: Objective Setting
228
6.1.1 Prepare
228
6.1.2 Planning
228
6.2 Talent Assessment
235
6.2.1 Potential
237
6.2.2 Risks
238
6.2.3 Competencies
238
6.2.4 Derailers
239
6.2.5 Talent Groups
240
6.3 SAP ERP HCM Performance Management: Mid-Year Review
241
6.3.1 Manager
241
6.3.2 Employee
244
6.4 Summary
247
7 Competency Phase
249
7.1 SAP ERP HCM Learning Solution
249
7.1.1 Content
249
7.1.2 Catalog
253
7.1.3 Profile
254
7.1.4 Schedule
258
7.1.5 Participation
261
7.1.6 Close-Out
265
7.2 Summary
270
8 Progression Phase
273
8.1 SAP ERP HCM Performance Management: Year-End Review
273
8.1.1 Complete Self-Assessment
275
8.1.2 Complete Year-End Assessment
278
8.2 SAP ERP HCM Enterprise Compensation Management
281
8.2.1 Budgeting Process
281
8.2.2 Review Process
284
8.2.3 Controlling Process
287
8.2.4 Approval Process
289
8.3 Talent Review Meeting
290
8.3.1 Creating, Planning, and Preparing the Talent Review Meeting
291
8.3.2 Conducting the Talent Review Meeting
296
8.3.3 Talent Groups
299
8.4 Succession Planning
300
8.4.1 STVN SuccessionPlanning
300
8.4.2 Comparing STVN SuccessionPlanning and SAP Functionality
303
8.4.3 Status Handling
304
8.4.4 Successor Pools
304
8.4.5 Bench Strength
305
8.4.6 Talent Identification
306
8.4.7 Assigning Successors
307
8.4.8 Wizards and Comparison
314
8.4.9 Reporting and Analytics
315
8.5 Talent Development
319
8.5.1 Creating the Development Plan
319
8.5.2 Tracking and Maintaining the Development Plan
322
8.6 Summary
323
9 Technical Considerations
325
9.1 Technical Architecture
325
9.1.1 SAP E-Recruiting
326
9.1.2 Performance Management
327
9.1.3 Learning Solution
328
9.1.4 Enterprise Compensation Management
328
9.1.5 Talent Development
329
9.1.6 Succession Management
329
9.2 User Interfaces
329
9.2.1 SAP NetWeaver Portal
331
9.2.2 SAP NetWeaver Business Client
331
9.3 Web Dynpro for ABAP
332
9.3.1 Architecture
333
9.3.2 Configuration
337
9.3.3 Developing with Web Dynpro for ABAP
339
9.4 Business Add-Ins
342
9.5 STVN Technical Requirements
346
9.6 Summary
348
10 Best Practices and Lessons Learned
349
10.1 Implementation Considerations
350
10.2 Staffing
351
10.3 Change Management
352
10.3.1 Change Management on Closer Inspection
353
10.3.2 Change Management Strategy
354
10.4 Summary
357
11 Talent Management Resources
359
11.1 On-Premise and Cloud-Based Talent Management Solutions from SAP
359
11.1.1 SAP Roadmap
360
11.1.2 Advantages and Disadvantages
361
11.1.3 The Future
363
11.2 Mobile Solutions
363
11.3 SAP Resources
365
11.3.1 SAP Service Marketplace
365
11.3.2 SAP Community Network
367
11.4 HR Expert
368
11.5 Conferences
369
11.5.1 SAP HR Conference
370
11.5.2 SAPPHIRE
370
11.6 SAP User Groups
370
11.7 Social Media
371
11.7.1 LinkedIn
371
11.7.2 XING
372
11.7.3 Facebook, Google+, and Twitter
372
11.8 Summary
373
Appendices
375
A Bibliography
375
B The Authors
377
Index
379